Company DescriptionInsighTek Global is an IT consulting and technology services company that helps organizations solve complex business challenges through technology, digital transformation, and talent solutions. With a strong focus on delivering measurable business outcomes, InsighTek enables enterprises to improve operational efficiency, productivity, customer and employee experiences, and cost optimization.The company’s core technology capabilities include Application Development, Web & Mobile Engineering, SAP, Cloud & Data, Cybersecurity, Managed Services, and IT Consulting. InsighTek also helps global organizations build and manage dedicated offshore teams in India through Offshore Development Centre (ODC), resource augmentation, IT staffing, recruitment, and managed workforce models.With over 20 years of IT industry experience, the leadership team brings deep expertise across technology services, consulting, recruitment, and global delivery. InsighTek combines technology expertise with talent and workforce capabilities to provide clients with a flexible, scalable, and integrated value proposition focused on quality, speed, innovation, and cost efficiency.Role Description – Talent Acquisition Manager
Location: BengaluruWork Mode: Full-time, On-siteFunction: Talent Acquisition / RecruitmentWe are looking for an experienced and results-driven Talent Acquisition Manager to lead and scale InsighTek Global’s recruitment function.The role will be responsible for managing the end-to-end talent acquisition lifecycle across technical and non-technical hiring, while working closely with business leaders, hiring managers, and HR to understand workforce requirements and deliver high-quality talent within defined timelines.The Talent Acquisition Manager will play a critical role in building a strong recruitment engine, improving sourcing and screening effectiveness, strengthening the candidate pipeline, and ensuring a consistent and positive candidate experience.Key ResponsibilitiesLead end-to-end recruitment across technical and non-technical positions, from workforce planning and requirement understanding through sourcing, screening, interview coordination, selection, offer management, and onboarding.Partner closely with business leaders, hiring managers, and HR to understand current and future talent requirements and develop effective hiring strategies.Manage and continuously improve recruitment pipelines to ensure timely closure of open positions.Lead and mentor the recruitment team, establish clear productivity standards, and drive achievement of recruitment targets.Build strong sourcing strategies using job portals, professional networks, databases, referrals, social media, internal talent pools, and other innovative channels.Ensure effective technical and behavioral screening before candidates are presented to hiring managers or clients.Monitor recruitment metrics including CV submissions, interview ratios, selection ratios, offer-to-join ratios, turnaround time, source effectiveness, and onboarding numbers.Maintain accurate and up-to-date recruitment data through the ATS and recruitment management systems.Work with hiring managers to continuously improve job descriptions, candidate profiles, interview processes, and selection criteria.Drive initiatives to strengthen Employer Branding and enhance InsighTek’s visibility across relevant talent markets.Build and manage relationships with external recruitment partners, job portals, technology platforms, and other talent ecosystems.Stay informed about talent availability, compensation trends, technology skill demand, and competitive hiring practices.Identify opportunities to automate and improve recruitment processes through technology, AI-enabled sourcing, screening, and recruitment analytics.Ensure a professional and consistent candidate experience throughout the recruitment lifecycle.Prepare regular recruitment dashboards and reports for leadership, highlighting performance, challenges, hiring trends, and areas requiring intervention.Support the organization’s growth by building scalable and sustainable talent acquisition processes.Qualifications & Skills7-12+ years of experience in Talent Acquisition / Recruitment, with proven experience managing end-to-end hiring.Strong experience in IT and technology recruitment, preferably within IT consulting, technology services, staffing, RPO, or similar organizations.Demonstrated expertise in sourcing, screening, interviewing, selection, offer management, and onboarding.Proven experience in hiring for technical roles across multiple technology stacks, along with non-technical and business functions.Strong team management and people leadership skills, with the ability to establish targets, monitor productivity, coach recruiters, and drive results.Experience in managing multiple hiring requirements and recruitment pipelines simultaneously.Strong stakeholder management skills, with the ability to work effectively with senior leadership, business heads, hiring managers, and clients.Ability to develop and execute effective talent sourcing and Employer Branding strategies.Proficiency with ATS platforms, recruitment portals, LinkedIn, professional networking platforms, and recruitment analytics tools.Strong understanding of recruitment metrics, funnel management, TAT, quality of hire, and cost of hiring.Excellent communication, negotiation, influencing, and relationship-building skills.Highly organized, process-oriented, and comfortable working in a fast-paced, target-driven environment.Ability to use data and analytics to identify recruitment bottlenecks and improve hiring performance.Bachelor’s degree in Human Resources, Business Administration, or a related discipline.
HR/recruitment certifications will be an advantage.Exposure to AI-enabled recruitment tools and technology-driven hiring processes will be an added advantage.Key Success MeasuresThe success of this role will be measured through:Recruitment productivity and closure against targetsQuality and relevance of candidates submittedRecruitment turnaround timeInterview-to-selection and selection-to-onboarding ratiosOffer-to-join conversionHiring manager and stakeholder satisfactionCandidate experienceEffectiveness of sourcing channelsRecruiter productivity and team performanceContinuous improvement and adoption of technology-enabled recruitment practices